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Posted: 2008-11-05 15:58
Hi all... i am managing a project to implement a HCMS in to my company... but im struggling to define what exactly i want to measure that is meaningful!..
Has anyone implemented a HCMS before and what metrics did you find useful and were able to be used to drive business performance?
Any help would be gratefully recieved!
Thanks
Katie
Hrpro
Joined: Mar 16, 2007 Posts: 809
Posted: 2008-11-05 18:46
Well you have the right question to start with. The answer will obviously set your path.
I have done this in the past and I've found that many so called HCM metrics can easily put you into the realm of old fashioned transactional HR. I don't think you want to go there.
Look at what is important to your organization. Obviously that starts with profitability (even if you are an NFP). How do you make money and how do your employees make that happen? What can you do to make them (employees) more productive or profitable? What are their needed core skills? What do they think (yup, you will have to use in some way that good old fashioned tool, the employee survey). How can you (meaning good HCM) impact on those points? How will management receive the information; both how will you present it and what is their level of acceptance of it.
That should get you started.
pro101
Joined: Jan 05, 2008 Posts: 5
Posted: 2008-11-17 02:51
Hi Katie: we've gone through many review processes and in our experience, one of the most important things you can do is talk to functional managers, to understand the behavioral and competency needs in their teams. You may be able to come up with generic skills for your company and other skills that are specific to some teams or even individuals.
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Posted: 2008-11-05 15:58 
